Service Recovery through Empowerment: HRM and Performance in the Hotel Sector

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dc.contributor.advisor Boxall, P en
dc.contributor.advisor Hutchison, A en
dc.contributor.advisor Cheung, G en Hewagama, Gayani en 2017-07-06T21:35:31Z en 2017 en
dc.identifier.uri en
dc.description.abstract This thesis examines the relationships existing between human resource (HR) practices, management style, employee empowerment and service recovery performance (SRP) in the three to five-star hotel sector in Sri Lanka. Because service recovery refers to how firms respond to service failures, this study focuses on the SRP of employees. Both qualitative and quantitative data were gathered through interviews, and a large-scale survey was conducted in thirty hotels with a sample of 104 managers and 625 workers. The data were analysed using content analysis and structural equation modelling. The conceptual model proposed in this thesis integrates the ability–motivation–opportunity (AMO) theoretical framework empowerment theory and self-determination theory. This thesis tells a subtle story in relation to hotel employees in Sri Lanka. Empowerment theory has relevance for service recovery performance in this hotel sector, but only if we appreciate the multi-dimensional nature of empowerment. The thesis suggests that empowerment is important in the hotel context but it is strongly related to the job level in the organisational hierarchy. The analysis of employee surveys and manager performance ratings of the SRP of employees revealed that supervisory employees reported a higher degree of job autonomy and job impact, and were seen by managers as having a higher level of service recovery performance than service workers. The thesis confirms that context-relevant HR practices and management styles help to develop job competence, which is related to job satisfaction and SRP. However, management style does not appear to encourage a sense of job impact, although job impact is important in SRP. The thesis suggests that service workers occupy low-autonomy jobs, but supervisors are granted a somewhat higher level of involvement in decision-making, resulting in higher SRP. HR practices enable employee job competence, job autonomy and job impact. Therefore, training, rewards, management style, job competence and job impact are significant factors in better handling service failures and prompting problem resolution in the hotel context. en
dc.publisher ResearchSpace@Auckland en
dc.relation.ispartof PhD Thesis - University of Auckland en
dc.relation.isreferencedby UoA99264953013602091 en
dc.rights Items in ResearchSpace are protected by copyright, with all rights reserved, unless otherwise indicated. Previously published items are made available in accordance with the copyright policy of the publisher. en
dc.rights.uri en
dc.rights.uri en
dc.title Service Recovery through Empowerment: HRM and Performance in the Hotel Sector en
dc.type Thesis en Management en The University of Auckland en Doctoral en PhD en
dc.rights.holder Copyright: The author en
dc.rights.accessrights en
pubs.elements-id 635570 en
pubs.record-created-at-source-date 2017-07-07 en

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